GOING
THE DISTANCE
EUROSPORTS
GLOBAL
.38
COR PORAT E
GOV E RNANC E
( B ) REMUNERAT ION MAT TERS
PROCEDURES FOR DEVE LOP I NG REMUNERAT ION POL I C I ES
Principle 7: There should be a formal and transparent procedure for developing policy on executive remuneration and for fixing
the remuneration packages of individual directors. No director should be involved in deciding his own remuneration.
The Remuneration Committee comprises Mr Lim KimQuee, Mr Tan Siok Sing and Mr Ng Tiak Soon, all of whom are Non-Executive
Independent Directors. Mr Lim Kim Quee is the Chairman of the Remuneration Committee.
The Remuneration Committee is responsible for ensuring a formal and transparent procedure for developing policies on executive
remuneration, and for fixing the remuneration packages of individual directors and key management personnel.
The members of the Remuneration Committee carried out their duties in accordance with the terms of reference which include,
amongst others, the following:
(a) Review and recommend for endorsement by the Board, a general framework of remuneration for the Board and key
management personnel;
(b) Review and recommend for endorsement by the Board, specific remuneration packages for each director and key
management personnel;
(c) Review whether Executive Directors and key management personnel should be eligible for benefits under long-term
incentive schemes;
(d) Review annually the remuneration packages of all employees who are related to any of the directors, controlling shareholders
or the executive officers;
(e) Ensure that the remuneration packages are comparable within the industry and with similar companies and include a
performance-related element;
(f)
Ensure that there are appropriate and meaningful measures of assessing the performance of Executive Directors and key
management personnel;
(g) Ensure that the remuneration package of key executives related to directors and controlling shareholders of theGroup are in line
with theGroup¡¯s staff remuneration guidelines and commensuratewith their respective job scopes and levels of responsibilities;
(h) Implement and administer performance share plan and employee share option scheme in accordance with the rules of the
share plan and option scheme adopted by members of the Company from time to time; and
(i)
Review the Group¡¯s obligations arising in the event of termination of the Executive Director¡¯s and keymanagement personnel¡¯s
contracts of service to ensure that such contracts of service contain fair and reasonable termination clauses which are not
overly generous.
The Remuneration Committee may from time to time and where necessary seek advice from external remuneration consultant in
framing the remuneration policy and determining the level and mix of remuneration for Directors and key management personnel.
The Board has not engaged any external remuneration consultant to advise on remuneration matters for FY2016.
No director is involved in determining his own remuneration.
